Tag Archive - search firm

2

5 Principles that should Play into the Next Hire at your Church

Recruiting and hiring a new team member can be exciting! Hire the right person and the whole team benefits. When you invite the right person to join your team not only is there an infusion of new talent, but also new ideas, fresh eyes, and a new well of experiences to go to. The right new hire can literally improve the performance of the entire team. On the other hand, hire the wrong person and the ministry at your church could be set back for years. Here are 5 principles to keep in mind when it’s time to make the next hire at your church.

1. Don’t Advertise Outside of your Church

If you like what’s going on at your church the best way to keep it going on is to hire from the inside. So don’t bother advertising outside your church, develop and hire internal talent.

2. Think Talent First

Instead of hiring to a job profile, hire for talent. Stop sharing a job description and looking for someone to fill a role and just starting scouting for talent…like all the time. Just get the right talent in the room, figure out the roles later.

3. Reinvent the Role

Each time you make a new hire you have the opportunity to reinvent the role. Rethink the scope of responsibility, the profile of what the right team member looks like that role, and for that matter rethink the structure of the team. With each new hire there is great opportunity for organizational change, don’t miss it!

4. Get rid of “Groupthink”

Too many hires and you’ll end up with groupthink. You’ll end up with a, “We’ve always done in that way,” mindset on your team. Break that up by hiring from the outside and challenging the status quo.

5. Don’t Fear the Intimidation Factor

Hire people who intimidate you. Hire people who know more than you know, have more experience than you have, who will challenge your thinking, and will be the expert in their area of responsibility. Hire people who will intimidate you.


Posted in Leadership, Staffing

0

5 Common Hiring Mistakes that Churches Make

Recruiting and hiring a new team member can be exciting! Hire the right person and the whole team benefits. When you invite the right person to join your team not only is there an infusion of new talent, but also new ideas, fresh eyes, and a new well of experiences to go to. One new hire can literally improve the performance of the entire team. On the other hand, hire the wrong person and the ministry at your church could be set back for years.

Churches are notorious for making well-intentioned bad hires. At most churches the hiring process usually goes wrong for one of the following 5 reasons.

1. Poor Contact with Candidates

The number one mistake churches make is not staying in constant (weekly) contact with candidates. I can’t tell you how many times I’ve heard the story that a candidate submitted a resume for a job and didn’t hear back from the church for more than a month. Not even a simple, “Thank you, we received your resume.” The candidate moves on, only to be contacted weeks later by the church asking them to move to the next step. Most candidates simply want to know where they stand in the process and what the next step is. When you don’t communicate regularly they perceive that as disinterest and they move on. The best candidates aren’t going to wait around.

2. Convenience Hires

Many times churches hire based on convenience, which leads to hiring too fast. Now they wouldn’t come out and say that, but that’s exactly what it is. Someone knows the “perfect candidate,” vouches for him or her and they’re quickly hired based on a recommendation without being properly vetted. I’ve also seen churches hire repeatedly from within, in fact some even pride themselves on this. Interestingly enough hiring repeatedly from the inside is a symptom of an organization that is stuck or in decline. They hire from the inside because, “You have to be in the organization to understand it,” they’re not open to new ideas or challenging the status quo. Now I’m not against hiring from within. But when hiring from within because we are comfortable with a known internal candidate trumps doing a search and hiring the best candidate, the mission of the church suffers.

3. No Process

Many churches simply don’t have the bandwidth or experience to build an effective recruiting and hiring process. At this point I’d recommend going with a search firm to help you in the process. Unfortunately far too many churches stumble along with no idea how to identify a proper profile and job description of what’s needed in the ideal candidate, no plan to build a candidate pool, no process to vet the candidates in a timely manner, and no clear process as to how to make a decision and offer the job to the winning candidate.

4. Staffing Void of Strategy

Before you start hiring people first think about what you’re trying to accomplish. Do you have a clear strategy in place to accomplish your mission, and are you staffing to that strategy? How are you reaching people outside of the church? How do you help people who are new to your church get connected? What’s your discipleship strategy? How do you help people new to the faith grow up in their relationship with Christ? You want your staffing structure to support your strategy because as the end of the day staffing should get you to your vision. I can’t tell you how many times I’ve seen a staff member get hired and then only stay at a church for less than 2 years because the church hadn’t staffed to their strategy and it ends up being a bad fit.

5. No On-Boarding Process

Technically this happens after the official hire is made, but I just couldn’t leave it out. Churches are notorious for racing to the finish line of a hiring process, getting the newly hired candidate in the room and breathing a collective sigh of relief. The typical church essentially says, “Congratulations, you’re hired! Here are your keys. Now go figure it out.” Once the new hire is made you’re not done. If you don’t intentionally think through the first days of their employment it can leave a sour taste for the remainder of their employment relationship with you. While they may love working at your church in 5 years, they’ll always remember their first impression as being negative.


Posted in Leadership, Staffing

0

Top Posts of 2014 #3: “How Much Should Your Church Pay Your Pastor?”

I enjoy being able to pass along helpful content on my blog and a common question I hear in working with churches is, “How much should we pay our pastoral staff?” Fortunately this post helps answer that question.

A couple of years ago I wrote a post called, “How Much Should We Pay Our Pastor,” that went on to become a pretty popular post, primarily because most churches have no idea what a fair compensation package is for their pastor or any member of their church staff. Fortunately for Churches seeking to answer this question some new data has just been released this week!

The 2014 Large Church Salary Report conducted by Leadership Network in partnership with the Vanderbloemen Executive Search Firm has just been released to the public. The largest survey of its kind ever conducted, 727 churches of over 1,000 people in attendance from 42 states and Canada participated to provide more information and more specific information than ever before available. Follow this link to get your hands on a copy of the survey results! Here are a couple of facts that caught my eye along with the top 10 findings info-graphic below.

  • The larger the church the younger it is. In other words, churches in the 1,000-person range have on average been around for about 40 years. Churches in the 10,000-person range on average have been around about 25 years.
  • The younger the church, the more likely it is to be multisite.
  • 74% of large churches are growing.
  • One of the things I really liked about the way Leadership Network chose to show the information was that they showed the 25%, 50% (or median), and 75% instead of simply showing the average. These numbers offer better benchmarks because they minimize the influence of extremely high or low salaries.

Related Resources:

  1. Interested in a Custom Compensation Analysis by Vanderbloemen Search Firm
  2. Interested in a Compensation Study done for churches under 1,000?


Posted in Staffing

2

How Much Should Your Church Pay Your Pastor?

A couple of years ago I wrote a post called, “How Much Should We Pay Our Pastor,” that went on to become a pretty popular post, primarily because most churches have no idea what a fair compensation package is for their pastor or any member of their church staff. Fortunately for Churches seeking to answer this question some new data has just been released this week!

The 2014 Large Church Salary Report conducted by Leadership Network in partnership with the Vanderbloemen Executive Search Firm has just been released to the public. The largest survey of its kind ever conducted, 727 churches of over 1,000 people in attendance from 42 states and Canada participated to provide more information and more specific information than ever before available. Follow this link to get your hands on a copy of the survey results! Here are a couple of facts that caught my eye along with the top 10 findings info-graphic below.

  • The larger the church the younger it is. In other words, churches in the 1,000-person range have on average been around for about 40 years. Churches in the 10,000-person range on average have been around about 25 years.
  • The younger the church, the more likely it is to be multisite.
  • 74% of large churches are growing.
  • One of the things I really liked about the way Leadership Network chose to show the information was that they showed the 25%, 50% (or median), and 75% instead of simply showing the average. These numbers offer better benchmarks because they minimize the influence of extremely high or low salaries.

Related Resources:

  1. Interested in a Custom Compensation Analysis by Vanderbloemen Search Firm
  2. Interested in a Compensation Study done for churches under 1,000?


Posted in Leadership, Staffing

1

An Interview with William Vanderbloemen on Pastoral Succession

I recently had the opportunity to sit down with William Vanderbloemen, the founder and CEO of the Vanderbloemen Search Firm, to discuss his new book, “Next: Pastoral Succession that Works.” Every pastor is an interim pastor and succession planning is one of the most critical issues facing the church in America over the next decade. In partnership with Co-author Warren Bird, Director of Research at Leadership Network, William has brought the experience and the research together to provide churches and pastors with an incredible resource to help them navigate succession planning!  You can follow this link to get your own copy of this newly released book! Check out the interview below!

Free Resource: The First 5 Commandments of Pastoral Succession Planning

 


Posted in Leadership, Staffing